Human Resources and Job Design

The objective of a this is to manage labor and design jobs, so people are effectively and efficiently utilized. Focusing on a human resource strategy, it should be ensured that people are efficiently utilized within the constraints of other operations management decisions and have a reasonable quality of work-life in an atmosphere of mutual commitment and trust.

• Human Resources Strategy

• Quality of Work Life

• Mutual Commitment

• Mutual Trust

It means a reasonably safe workplace, equitable pay, and the achievement of physical and psychological requirements.

• Human Resources Strategy

• Quality of Work Life

• Mutual Commitment

• Mutual Trust

It means that both management and employee strive to meet common objectives.

• Human Resources Strategy

• Quality of Work Life

• Mutual Commitment

• Mutual Trust

It is reflected in reasonable, documented employment policies that are honestly and equitably implemented to both management and employee satisfaction.

When management has genuine respect for its employees and their contributions to the firm, establishing a reasonable quality of work-life and mutual trust is not particularly difficult.

• Human Resources Strategy

• Quality of Work Life

• Mutual Commitment

• Mutual Trust

It is the act of determining staffing policies that deal with employment-stability policies, work schedules, job classifications, and work rules.

• Labor Planning

• Follow Demand Exactly

• Hold Employment Constant

This policy keeps direct labor costs tied to production but incurs other costs. These other costs include hiring and layoff costs, unemployment insurance, and premium wages to entice personnel to accept unstable employment. This policy tends to treat labor as a variable cost.

• Labor Planning

• Follow Demand Exactly

• Hold Employment Constant

This policy maintains a trained workforce and keeps hiring, layoff, and unemployment costs to a minimum. However, with employment held constant, employees may not be utilized fully when the demand is low, and the firm may not have the human resources it needs when the demand is high. This policy tends to treat labor as a fixed cost.

• Labor Planning

• Follow Demand Exactly

• Hold Employment Constant

This work schedule:

This allows employees, within limits, to determine their own schedules. This policy might allow an employee to be at work at 8:00 a.m. plus or minus two (2) hours with proper notification; thus, allows more autonomy and independence.

• Flex Time

• Flexible workweek

• Part-time Status

This work schedule:

This plan often calls for fewer but longer days, such as four 10-hour days, or 12-hour shifts. Working 12-hour shifts usually mean working three (3) days one (1) week and four (4) days next; this is called compressed workweeks.

• Flex Time

• Flexible workweek

• Part-time Status

This work schedule:

This option means shorter rather than lower days. This is particularly attractive to service industries, where staffing for peak loads is necessary. Fast food restaurants often hire part-time workers. Also, many firms reduce labor costs by reducing fringe benefits for part-time employees.

• Flex Time

• Flexible workweek

• Part-time Status